Evaluation Procedures. 12.1 The District shall evaluate and assess unit members as it reasonably relates to the following standards: 12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and 12.1.2 The instructional techniques and strategies used by the unit members; and 12.1.3 The unit member's adherence to curricular objectives; and 12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and 12.1.5 The performance of other duties/activities to the unit member's assignment; and 12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities. 12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation. 12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change. 12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14) 12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14) 12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13) 1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5) 2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14) 3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performance. 4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation. 5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress. 6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07) 12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07) 12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 5 contracts
Samples: Contract Agreement for Certificated Employees, Contract Agreement for Certificated Employees, Contract Agreement for Certificated Employees
Evaluation Procedures. 12.1 The purpose of evaluation is improvement of employee performance and ensuring that all employees meet District standards of performance. Employee evaluation, including the evaluation of classified staff, is the function and responsibility of school administration. An evaluation committee consisting of five (5) PFA members, the PFA President or designee, and five (5) District members will meet two (2) times per year to review the “Evaluation Handbook” and make proposed changes. PFA members will be appointed by the PFA Executive Board. Any changes in the District’s “Evaluation Handbook” shall be presented to the PFA Executive Board at the Labor Management committee for input prior to being presented to the School Board for adoption. In any case where the Handbook provisions conflict with the evaluation procedures required by this Article, the collective bargaining agreement shall prevail.
9.1.1 The District shall evaluate and assess unit members as it reasonably relates will conform to the following standards:
12.1.1 The progress provisions of pupils toward laws governing teacher evaluation including the standards established by the District of expected pupil achievement at each grade level requirements in each area of study; and
12.1.2 The instructional techniques ORS 342.850 (2) (a) and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilitiesschool Policy.
12.2 Evaluation 9.1.2 The job description, performance standards and assessment made pursuant to this article TSPC Standards for Competent and Ethical Educators shall be reduced to writing and a copy thereof shall be transmitted to establish the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to criteria for the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting Evaluations shall be held limited to data collected and prepared during the employees required eight (8) hour workday except by mutual agreement between the unit member employee and the evaluator.
9.1.3 Employees shall receive at least one (1) day’s advanced notice of the first formal observation.
9.1.4 All employees shall, annually by October 15th, meet with their evaluator to discuss establish performance goals. At or prior to this meeting, employees who are scheduled to be evaluated during the evaluationcurrent school year shall be given copies of the evaluation timeline, forms and criteria/standards.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall 9.1.5 All probationary employees will be made on a continuing basis, evaluated at least once each school year for year. All post-probationary personnel, and employees shall be evaluated at least once every other year for personnel two (2) years with permanent status. The first ten years of evaluations will not change.
12.4 After ten years professional growth plans completed in the Districtoff years, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee their supervisor.
9.1.5.1 More frequent evaluations will be offered conducted at the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and employee and/or the Superintendent at any time after being notified of unsatisfactory performancesupervisor.
49.1.6 Each evaluation cycle shall consist of:
9.1.6.1 A pre-evaluation conference. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide Employee shall receive written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days copies of the school year with each unit member to be evaluated. At this meetingevaluation timeline, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluatorforms, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known criteria at or prior to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)pre-evaluation conference;
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. 9.1.6.2 At least one (1) formal observation of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days a minimum of each observation, a conference between evaluator and evaluatee shall be held.thirty
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 12.1 13.1 The District following procedures for evaluation of employees who are members of the bargaining unit shall evaluate be considered as general goals for each school year and assess unit members as it reasonably relates the suggested time lines shall be implemented for full-year assignments, with time lines for assignments of lesser duration being prorated accordingly:
13.1.1 By the 4th Friday after the start of an employee’s service with students.
13.1.1.1 Orientation materials related to evaluation procedures will be provided to all employees.
13.1.2 By the 6th Friday after the start of an employee’s service with students:
13.1.2.1 Consistent with the current certificated evaluation system, employees shall submit to their evaluator, objectives along with measurement activities related thereto, to be considered in the annual evaluation. The evaluator and the evaluatee shall conference and discuss these matters.
13.1.3 By the 8th Friday after the start of an employee’s service with students:
13.1.3.1 The evaluator and the evaluatee shall attempt to reach mutual agreement on the evaluatee’s proposed objectives and measurement activities related thereto, including the use of a fellow staff member in an attempt to resolve any impediments to mutual agreement. Whether mutual agreement is reached or not, the evaluator shall, by the eleventh Friday after the start of an employee’s service with students, determine, and shall transmit to the following standards:
12.1.1 The progress employee, a complete listing of pupils toward the standards established approved objectives, and measurement activities related thereto, that have been submitted by the District employee and which shall form a partial basis of expected pupil achievement at each grade level in each area of study; and
12.1.2 the annual evaluation that the evaluator will prepare for the employee. The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence objectives-related measurement activities referred to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment herein shall be within the scope of the unit member's employee job description prescribed by the District. Either the evaluator or the evaluatee may request a conference to discuss these matters.
13.1.4 By the middle of the length of an assignment; and:
12.1.5 13.1.4.1 Within five (5) school days after request, the evaluator shall be provided with a written progress report from the employee containing an itemized analysis of the progress being made toward achievement of the objectives prescribed in Section 13.1.3.1, above, including an analysis of mitigating circumstances which may have developed since the initial proposal on objectives and measurements was submitted earlier in the year.
13.1.5 By midpoint of the second half of an assignment:
13.1.5.1 The evaluator shall conduct such classroom observations, and gather such data on employee performance as the evaluator believes to be related to:
13.1.5.1.1 The actual objectives and measurement activities described in Section 13.1.3.1 above.
13.1.5.1.2 Other student achievement criteria and the job description that is established by the District. Supplementary classroom observations and data gathering shall continue beyond the midpoint of other duties/the second half of an assignment at the discretion of the evaluator.
13.1.5.2 Within a reasonable time after a request, or upon the evaluator’s own motion, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall include activities observed and suggestions being made by the observer for possible improvement by the employee or commendations regarding employee service.
13.1.5.3 A written report of the achievement of objectives and measurement information related thereto shall be submitted by the employee to the unit member's assignment; and
12.1.6 The quality evaluator by the midpoint of human relationships with students, parents and District personnel. For non-instructional unit members, such the second half of an assignment in which formal evaluation and assessment shall be based upon the fulfillment of established job responsibilitiesis scheduled.
12.2 Evaluation and assessment made pursuant to this article 13.1.5.4 A final report written by the employee presented at the end of the school year shall be reduced to writing and a copy thereof shall be transmitted to include the unit member not achievement of objectives with measurement information related thereto.
13.1.6 Not later than thirty (30) days before the last day end of a school in the school year in which term (for an assignment of one semester or longer).
13.1.6.1 The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation takes placeto the employee. Permanent employees shall be formally evaluated at least once every other year; probationary employees shall be formally evaluated at least once each year. Said formal evaluation shall not be issued unless the evaluator has conducted at least two (2) observations of full teaching activities during the evaluation period. The unit member shall have the right to initiate employee may submit a written reaction or response to the evaluation. Such evaluation and any such response shall become a permanent attachment to the unit member's evaluation shall be attached to the evaluation and placed in the employee’s permanent personnel file. Before May 15.
13.1.6.2 By the 2nd Friday of June (for an assignment of one semester or longer), a meeting an evaluation conference shall be held between the evaluator and any employee receiving a written evaluation report, as described in Section 13.1.6.1 above. If there are areas of unsatisfactory performance, they are to be told in this final written evaluation report. A remediation plan shall be developed with the employee and subsequently implemented by the District.
13.2 An evaluator’s judgments and recommendations contained in classroom observation reports and annual evaluation appraisals shall not be subject to the grievance procedure contained in Article 10 of this Agreement.
13.3 Employees shall not be held accountable for any aspect of the instructional program over which they do not have authority; or be required to participate in the evaluation and/or observation of other bargaining unit members.
13.4 In addition to the above, the following provisions related to unit member evaluation shall be followed:
13.4.1 The Board shall not predicate any adverse action upon a unit member’s personal, political and organizational activities or preferences, unless such activities and preferences affect the teacher’s job performance.
13.4.2 The District shall maintain a personnel file for all District employees including formal evaluations and shall maintain employment records of former employees.
13.4.3 Derogatory material shall not be placed in a member’s personnel file until the employee has been first provided with a copy of said material and been given an opportunity to attach a comment thereto. Derogatory materials, as described herein, shall not be placed in a teacher’s personnel file unless the source and date of such material is clearly shown.
13.4.4 Access to bargaining unit member personnel files shall be limited to the unit member, the member’s express representative, the member’s supervisors and the Board of Education when meeting in executive session.
13.4.5 A bargaining unit member may use reasonable release time within his/her work day for review of his/her personnel file, or for the purposes of attachment of responses to derogatory materials.
13.5 Teachers who meet the qualifying guidelines stated in California Education Code 44664, and, who have been employed by the District for at least ten (10) years, may be evaluated every three (3) years instead of every other year if the employee received a satisfactory evaluation during the previous evaluation cycle and the evaluator and the employee consent to discuss the evaluation.
12.3 Probationary Evaluation and assessment three-year cycle. Ten (10) year period will begin with the unit member’s first year of paid status in a certificated assignment. By written request of the performance of each certificated evaluator or the employee, the unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least returned to the evaluation cycle of every other year for personnel with permanent statusyear. The first ten years Upon receipt of evaluations will not change.
12.4 After ten years in the Districta non-satisfactory evaluation, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as will be returned to areas the annual evaluation cycle.
13.6 The District and the Association shall form a joint task force of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant equal membership to this Article which contains an unsatisfactory evaluation may include the requirement make sure that the certificated unit member shall participate Certificated Professional Development Program (CPDP) Evaluation components are properly referenced in an Improvement Plan. Article 13 (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 Evaluation Procedures) of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior Agreement and/or identify possible modification to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceCPDP.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Evaluation Procedures. 12.1 The District shall evaluate 1. Written evaluation policies, job descriptions, and assess unit performance objectives, where applicable, adopted by the Special Services Board of Education will be distributed to all staff members as it reasonably relates prior to the following standards:
12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day opening of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluationSeptember.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger Following the distribution of receiving an unsatisfactory the written evaluation will be notified policies, job descriptions, and performance objectives, where applicable, the Superintendent of such by an initial evaluation report from Schools shall review the evaluator aforementioned orally with the staff members, prior to the end opening of the first semester. An assistance plan will be developed by the evaluator school in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)September.
3. The evaluatee may request review of Persons authorized to supervise staff members in the initial evaluation report Special Services School District will be listed and designated by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceSchools. Copies of this will be distributed to all staff members annually.
4. Once designated as being in danger All monitoring or observation of receiving the work performance of an unsatisfactory evaluationemployee shall be conducted openly and with the full knowledge of the employee. The use of public address, audio systems, and similar devices shall be with full knowledge of the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluationemployee before such use.
5. Once designated as being in danger of receiving an unsatisfactory evaluationThe observations, evaluations, and conferences will serve to identify strengths and deficiencies with a view to providing assistance and improving the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progressemployee's competence.
6. Final summary The signed evaluation will also serve a basis for recommendations regarding reemployment.
7. An employee shall be completed pursuant given a copy, written or electronic, of any evaluation report prepared by the evaluator and shall have a conference with that evaluator within fifteen (15) working days after such evaluation. A good faith effort will be made to Article 12.2provide evaluation scores no less than 48 hours prior to the conference.
8. An employee's response to the evaluation must be made in writing, within ten (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 10) working days of the school year with conference, copies of which will be attached to each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluatorparty's copy, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known submitted to the site principal within 10 days Board of initial meeting and request a change of evaluatorEducation at the next Board meeting.
9. (Board Approved 3/15/07)
12.7 For probationary unit membersNo evaluation report shall be submitted to the central office, placed in the performance evaluation shall provide for at least two observations by employee's file or otherwise acted upon without the evaluator employee having prior knowledge of the evaluate; for permanent unit members, at least one observationcontents of the report. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation An attached form shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee available for employee response. No employee shall be heldrequired to sign a blank or incomplete form.
10. The DEAC will continue to meet two (2) times per year through the life of the contract.
B. Certificated Staff
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 9.1.1. The purpose of evaluation is improvement of employee performance and ensuring that all employees meet District standards of performance. Employee evaluation, including the evaluation of classified staff, is the function and responsibility of school administration. Employees cannot evaluate another employee, certified or classified, for the purposes of employment, discipline, or evaluation. For the purposes of coaching or teacher support, evaluation is confidential and subject to the consent of both parties. An evaluation committee consisting of five (5) PFA members, the PFA President or designee, and five (5) District members will meet two (2) times per year to review the “Evaluation Handbook” and make proposed changes. PFA members will be appointed by the PFA Executive Board. Any changes in the District’s “Evaluation Handbook” shall be presented to the PFA Executive Board at the Labor Management committee for input prior to being presented to the School Board for adoption. In any case where the Handbook provisions conflict with the evaluation procedures required by this Article, the collective bargaining agreement shall prevail.
9.1.2. The current Evaluation Handbook will be shared via email or during Professional Development with all employees by October 1 of each year.
9.1.3. The District shall evaluate and assess unit members as it reasonably relates will conform to the following provisions of laws governing teacher evaluation including the requirements in ORS 342.850 (2) (a) and school Policy.
9.1.4. The job description, performance standards and TSPC Standards for Competent and Ethical Educators shall establish the criteria for the evaluation. Evaluations shall be limited to data collected and prepared during the employees required eight (8) hour workday except by mutual agreement between the employee and the evaluator.
9.1.5. Employees shall receive at least one (1) day’s advanced notice of the first formal observation. The employee can ask for this observation to be rescheduled one (1) time.
9.1.6. Administrators will make every effort to not conduct mini-observations the day prior or the day after a holiday. An employee can request up to one (1) mini-observation to be redone or rescheduled per year.
9.1.7. All employees shall, annually by October 15th, meet with their evaluator to establish performance goals set at the discretion of the employee as reflected in the Evaluation Handbook. At or prior to this meeting, employees who are scheduled to be evaluated during the current school year shall be given copies of the evaluation timeline, forms and criteria/standards.
9.1.8. All probationary employees will be evaluated at least once each year. All post-probationary employees shall be evaluated at least once every two (2) years with professional growth plans completed in off years, in consultation with their supervisor.
9.1.9. More frequent evaluations will be conducted at the request of the employee and/or the supervisor.
9.1.10. Each evaluation cycle shall consist of:
12.1.1 The progress 9.1.10.1. A pre-evaluation conference. Employee shall receive written copies of pupils toward the standards established by the District of expected pupil achievement evaluation timeline, forms, and criteria at each grade level in each area of study; andor prior to a pre-evaluation conference;
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance 9.1.10.2. At least one (1) formal observation of a suitable learning environment within the scope minimum of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the continuous minutes and one additional (formal or informal) observation; and
9.1.10.3. A post evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator conference to discuss the evaluationfinal evaluation report before said report is placed in the employee’s personnel file or otherwise acted upon. If the employee is on leave, the evaluation report may be provided by mail instead of at a conference.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
19.1.11. Formal observations shall consist of a pre-conference, observation, and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluateeconference. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. post conference shall occur within five (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performance.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 ) working days of the school year with each unit member observation, unless the employee or evaluator are absent, and shall include written feedback to the employee.
9.1.12. An employee may attach comments to any observation or evaluation report in their personnel file.
9.1.13. Employees shall be evaluated. At this allowed to have a fellow employee or an association representative accompany them to a goal setting, post observation, or other evaluation related meeting, the evaluator and evaluatee if requested.
9.1.14. Student performance on standardized tests and/or grades shall not serve as a basis for evaluation, disciplinary action or change in assignment or transfer. Student standardized test scores will review and discuss the evaluation criteria, the facilitating support requirements to not be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be placed in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluationemployee’s personnel file." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 The District intent of the evaluation program shall evaluate be to maintain and assess improve the quality of the instructional program for the enhanced achievement of all students. The evaluation process shall be conducted in a manner that recognizes both the teacher and administrator as professionals, and creates an atmosphere of trust and cooperation between the participants in the process.
12.2 The parties agree that bargaining unit members as it reasonably relates members’ evaluations should be based on research- based professional standards. The District’s teacher evaluation system shall be based on the California Standards for the Teaching Profession, pursuant to the following standards:
12.1.1 provisions of Education Code 44662. The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques speech and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment language pathologist and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment nurse evaluations shall be based upon the fulfillment corresponding professional standards for those areas of established job responsibilitiesspecialization.
12.2 Evaluation 12.2.1 The provisions of this Article shall not apply to extra duty positions assigned to unit members listed in Article II, Recognition.
12.3 By mutual agreement of the evaluator and assessment made pursuant to this article the certificated employee, at least once every five (5) years a written evaluation shall be reduced given to writing and a copy thereof shall be transmitted to each unit member providing the unit member not meets the following criteria: unit member must have permanent status, the unit member must be employed at least ten (10) years with the school district, and unit member’s previous evaluation meets standards in all categories.
12.3.1 The certificated employee or the evaluator may withdraw consent at any time. If consent is withdrawn, the every other year evaluation cycle shall resume in the school year following the year in which consent is withdrawn. Consent to revert to the five-year plan can be re-established at any time in accordance with 12.3.
12.3.2 A written evaluation shall be given to each permanent unit member prior to or during a formal evaluation conference to be held no later than thirty (30) days before the last school day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not changeyear.
12.4 After ten years Written evaluations shall be given at least twice yearly to each probationary unit member, the first prior to December 15 and the second no later than thirty (30) days before the last school day of the year.
12.4.1 Evaluation of unit members in the Districttheir first year of full-time classroom instruction shall emphasize but not be limited to Standard 1 – Engaging and Supporting all Students in Learning, an employee may have the opportunity (with agreement from administration) Standard 2 – Creating and Maintaining Effective Environments for Student Learning, and Standard 5 – Assessing Student Learning.
12.4.2 Evaluation of unit members in their second year of full-time classroom instruction shall emphasize but not be limited to complete a self-evaluation Standard 3 – Understanding and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 Organizing Subject Matter for the cycle) (EC 44500, 44644) (See Appendix A.5 Student Learning and Standard 4 – Planning Instruction and Designing Learning Experiences for Guidelines on Self-Evaluations) The evaluation all Students.
12.5 Written notification shall include recommendations, if necessary, as be given to areas of improvement in the performance probationary unit members not recommended for re- employment no later than March 15 of the unit member’s second complete consecutive school year of employment, except as otherwise provided for by law.
12.6 Unit members to be evaluated during a particular year shall be furnished a copy of the Evaluation Handbook and be advised of the criteria upon which the evaluation is to be based. An The evaluator must be the unit member’s principal or assistant principal.
12.7 Each permanent unit member and his/her evaluator shall reach agreement at the beginning of the evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations tablecycle on three standards for rating in that cycle. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will agreement cannot be eligible reached, Standard 4 –Planning Instruction and Designing Learning Experiences for All Students, a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performance.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided Standard selected by the evaluator, and plans a Standard selected by the unit member shall be the basis for mutually monitoring the certificated evaluation rating. The evaluator retains the right to provide commendations and/or recommendations on Standards not chosen for specific rating.
12.8 Evaluation documentation, when appropriate, shall follow the guidelines for remediation prescribed in Education Code Section 44664.
12.9 Classroom observations by unit member's performance status. If members shall not be a part of the evaluate has evaluation process, nor shall the District require any concerns about assigned evaluator, evaluatee will make this known report of such observation to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)be provided to it.
12.7 For probationary unit members, the performance evaluation 12.10 An evaluator shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the a unit member. Preliminary ’s formal request(s) for additional classroom observations, evaluation conferences, and/or written evaluations.
12.11 The provisions of this Article shall be completed prior not apply to the "final summary evaluationextra duty positions assigned to unit members listed in Article II, Recognition." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 9.1 The District intent of the evaluation program shall evaluate be to maintain and assess unit members improve the quality of the instructional program for the enhanced achievement of all students. The evaluation process shall be conducted in a manner that recognizes both the school psychologist and administrator as it reasonably relates to professionals, and creates an atmosphere of trust and cooperation between the following standards:participants in the process.
12.1.1 9.2 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the parties agree that bargaining unit members; and’ evaluations should be based on research-based professional standards for School Psychologists.
12.1.3 9.2.1 The provisions of this Article shall not apply to extra duty positions assigned to unit members.
9.3 Written evaluations shall be given at least twice yearly to each probationary unit member's adherence , the first prior to curricular objectives; and
12.1.4 The establishment December 15 and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not second no later than thirty (30) days before the last school day of the year.
9.4 Written notification shall be given to probationary unit members not recommended for re-employment no later than March 15 of the unit member’s second complete consecutive school year of employment, except as otherwise provided for by law.
9.5 After the probationary period, written evaluations will take place on an every-other-year cycle.
9.6 By mutual agreement of the evaluator and the certificated employee, at least once every five (5) years a written evaluation shall be given to each unit member providing the unit member meets the following criteria: unit member must have permanent status, the unit member must be employed at least ten (10) years with the school district, and unit member’s previous evaluation meets standards in all categories.
9.6.1 The certificated employee or the evaluator may withdraw consent at any time. If consent is withdrawn, the every-other-year evaluation cycle shall resume in the school year following the year in which consent is withdrawn.
9.6.2 A written evaluation shall be given to each permanent unit member prior to or during a formal evaluation conference to be held no later than thirty (30) days before the last school day of the year.
9.7 Unit members to be evaluated during a particular year shall be furnished a copy of the Evaluation Rubric and be advised of the criteria upon which the evaluation takes placeis to be based. The evaluator must be the unit member’s administrative supervisor.
9.8 Temporary, and probationary unit members will be evaluated on three standards. Two standards will be selected by the evaluator and one will be self-selected. Permanent unit members will be evaluated on two standards. One will be selected by the evaluator and one will be self-selected. Such standards will be identified at the beginning of each evaluation cycle.
9.9 Evaluation documentation, when appropriate, shall follow the guidelines for remediation prescribed in Education Code Section 44664.
9.10 The District shall maintain personnel files in accordance with applicable law. Materials in personnel files of unit members are to be made available for the inspection of the unit member involved. Every unit member shall have the right to initiate a inspect such materials with reasonable advance notice. Upon written reaction or response to the evaluation. Such response shall become a permanent attachment to authorization by the unit member's personnel file. Before May 15, a meeting representative of the Association shall be held between permitted to examine and/or obtain a copy of non-pre-employment materials in such unit member’s personnel file without charge.
9.11 Information or material of a derogatory nature concerning a unit member which has been received by the evaluator, students, parents, and/or members of the public shall not serve as the basis for a negative and/or unsatisfactory evaluation unless the evaluator has conferred with the unit member and afforded him/her the evaluator opportunity to discuss respond to the evaluation.
12.3 Probationary Evaluation and assessment of information or material. If such information or material is received in writing, the performance of each certificated unit member shall be made on provided a continuing basiscopy.
9.12 Derogatory information placed in the personnel file shall identify the source(s) of such information, at least once each school year for probationary personnelor alternatively, where the source is a current student and where confidentiality of such source is appropriate, the information shall not be placed in the file unless the supervisor placing the material in the file has conducted an appropriate investigation of the circumstances. In such cases, the supervisor shall set forth the nature of the investigation conducted.
9.13 Information of derogatory nature shall not be entered or filed in a personnel file unless and until the unit member is given notice and an opportunity to review and comment thereon. A unit member shall have the right to enter, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the Districthave attached to any such derogatory statement, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review ’s own comments thereon.
9.14 Information of a derogatory nature, which the CERTIFICATED EVALUATION GUIDELINES District determines to reflect be false after it conducts an alignment with curriculum standardsinvestigation, CSTPshall neither be placed in the unit member’s personnel file nor utilized in any evaluation, and Teacher Performance Expectations. Any recommendations will be brought back to assignment, or disciplinary action against the negotiations table. In the event unit member.
9.15 Derogatory materials which have been placed in a unit member is not performing member’s personnel file shall be used in the employee’s evaluation or affect the status of his/her duties employment strictly in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer accordance with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceEducation Code.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 9.1 The District intent of the evaluation program shall evaluate be to maintain and assess improve the quality of the instructional program for the enhanced achievement of all students. The evaluation process shall be conducted in a manner that recognizes both the school psychologist and administrator as professionals, and creates an atmosphere of trust and cooperation between the participants in the process.
9.2 The parties agree that bargaining unit members’ evaluations should be based on research-based professional standards for School Psychologists.
9.2.1 The provisions of this Article shall not apply to extra duty positions assigned to unit members.
9.3 Written evaluations shall follow the School Psychologist Performance Evaluation Process/Timeline in Appendix F. Probationary unit members as it reasonably relates to the following standards:
12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon given a written evaluation at least twice yearly, the fulfillment of established job responsibilities.
12.2 Evaluation first prior to December 15 and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not second no later than thirty (30) days before the last school day of the year. Permanent unit members shall be given one written evaluation no later than thirty (30) days before the last school day of the year.
9.4 Written notification shall be given to probationary unit members not recommended for re-employment no later than March 15 of the unit member’s second complete consecutive school year of employment, except as otherwise provided for by law.
9.5 After the probationary period, written evaluations will take place on an every-other-year cycle.
9.6 By mutual agreement of the evaluator and the certificated employee, at least once every five (5) years a written evaluation shall be given to each unit member providing the unit member meets the following criteria: unit member must have permanent status, the unit member must be employed at least ten (10) years with the school district, and unit member’s previous evaluation meets standards in all categories.
9.6.1 The certificated employee of the evaluator may withdraw consent at any time. If consent is withdrawn, the every-other-year evaluation cycle shall resume in the school year following the year in which consent is withdrawn. The five-year evaluation cycle may only be withdrawn at the end of the year in which all of the following criteria exist:
9.6.1.1 The administrator has met and conferred with the unit member and identified the specific standard(s) that require improvement and completed the School Psychologist Assistance Form.
9.6.1.2 The administrator shall include suggestions/assistance within the areas needed for improvement as identified on the School Psychologist Assistance Form.
9.6.1.3 The administrator and the unit member must meet to review and discuss the standard(s) needing improvement, areas of concern, and/or suggestions/assistance.
9.6.1.4 The unit member has not me the specific standard(s), areas of concern, and/or suggestions/assistance and will be placed on the evaluation cycle the following year.
9.6.2 A written evaluation shall be given to each permanent unit member prior to or during a formal evaluation conference as per the School Psychologist Performance Evaluation Process/Timeline found in Appendix F.
9.7 Unit members to be evaluated during a particular year shall be furnished a copy of the Evaluation Rubric and be advised of the criteria upon which the evaluation takes placeis to be based. The evaluator must be the unit member’s administrative supervisor.
9.8 Evaluation standards for all unit members will be identified at the beginning of each evaluation cycle
9.8.1 Temporary and probation unit members will be evaluated on three standards. Two standards will be selected by the evaluator and one will be self-selected.
9.8.2 Permanent unit members will be evaluated on two standards. One will be selected by the evaluator and one will be self -selected.
9.9 Evaluation documentation, when appropriate, shall follow the guidelines for remediation prescribed in Education Code Section 44664.
9.10 If all elements of a standard are marked as “Developing Needs Improvement” or “Unsatisfactory” on the final evaluation the administrator shall include an explanation and goals in the narrative section of the evaluation for the following school year.
9.11 The District shall maintain personnel files in accordance with applicable law. Materials in personnel files of unit members are to be made available for the inspection of the unit member involved. Every unit member shall have the right to initiate a inspect such materials with reasonable advance notice. Upon written reaction or response to the evaluation. Such response shall become a permanent attachment to authorization by the unit member's personnel file. Before May 15, a meeting representative of the Association shall be held between permitted to examine and/or obtain a copy of non-pre-employment materials in such unit member’s personnel file without charge.
9.12 Information or material of a derogatory nature concerning a unit member which has been received by the evaluator, students, parents, and/or members of the public shall not serve as the basis for a negative and/or unsatisfactory evaluation unless the evaluator has conferred with the unit member and afforded him/her the evaluator opportunity to discuss respond to the evaluation.
12.3 Probationary Evaluation and assessment of information or material. If such information or material is received in writing, the performance of each certificated unit member shall be made on provided a continuing basiscopy.
9.13 Derogatory information placed in the personnel file shall identify the source(s) of such information, at least once each school year for probationary personnelor alternatively, where the source is a current student and where confidentiality of such source is appropriate, the information shall not be placed in the file unless the supervisor placing the material in the file has conducted an appropriate investigation of the circumstances. In such cases, the supervisor shall set forth the nature of the investigation conducted.
9.14 Information of derogatory nature shall not be entered or filed in a personnel file unless and until the unit member is given notice and an opportunity to review and comment thereon. A unit member shall have the right to enter, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the Districthave attached to any such derogatory statement, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review ’s own comments thereon.
9.15 Information of a derogatory nature, which the CERTIFICATED EVALUATION GUIDELINES District determines to reflect be false after it conducts an alignment with curriculum standardsinvestigation, CSTPshall neither be placed in the unit member’s personnel file nor utilized in any evaluation, and Teacher Performance Expectations. Any recommendations will be brought back to assignment, or disciplinary action against the negotiations table. In the event unit member.
9.16 Derogatory materials which have been placed in a unit member is not performing member’s personnel file shall be used in the employee’s evaluation or affect the status of his/her duties employment strictly in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer accordance with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceEducation Code.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 9.1 The District intent of the evaluation program shall evaluate be to maintain and assess unit members improve the quality of the instructional program for the enhanced achievement of all students. The evaluation process shall be conducted in a manner that recognizes both the school psychologist and administrator as it reasonably relates to professionals, and creates an atmosphere of trust and cooperation between the following standards:participants in the process.
12.1.1 9.2 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the parties agree that bargaining unit members; and’ evaluations should be based on research-based professional standards for School Psychologists.
12.1.3 9.2.1 The provisions of this Article shall not apply to extra duty positions assigned to unit members.
9.3 Written evaluations shall be given at least twice yearly to each probationary unit member's adherence , the first prior to curricular objectives; and
12.1.4 The establishment December 15 and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not second no later than thirty (30) days before the last school day of the year.
9.4 Written notification shall be given to probationary unit members not recommended for re-employment no later than March 15 of the unit member’s second complete consecutive school year of employment, except as otherwise provided for by law.
9.5 After the probationary period, written evaluations will take place on an every-other-year cycle.
9.6 By mutual agreement of the evaluator and the certificated employee, at least once every five (5) years a written evaluation shall be given to each unit member providing the unit member meets the following criteria: unit member must have permanent status, the unit member must be employed at least ten (10) years with the school district, and unit member’s previous evaluation meets standards in all categories.
9.6.1 The certificated employee or the evaluator may withdraw consent at any time. If consent is withdrawn, the every-other-year evaluation cycle shall resume in the school year following the year in which consent is withdrawn.
9.6.2 A written evaluation shall be given to each permanent unit member prior to or during a formal evaluation conference to be held no later than thirty (30) days before the last school day of the year.
9.7 Unit members to be evaluated during a particular year shall be furnished a copy of the Evaluation Rubric and be advised of the criteria upon which the evaluation takes placeis to be based. The evaluator must be the unit member’s administrative supervisor.
9.8 Evaluation standards for all unit members will be identified at the beginning of each evaluation cycle
9.8.1 Temporary and probation unit members will be evaluated on three standards. Two standards will be selected by the evaluator and one will be self-selected.
9.8.2 Permanent unit members will be evaluated on two standards. One will be selected by the evaluator and one will be self -selected.
9.9 Evaluation documentation, when appropriate, shall follow the guidelines for remediation prescribed in Education Code Section 44664.
9.10 The District shall maintain personnel files in accordance with applicable law. Materials in personnel files of unit members are to be made available for the inspection of the unit member involved. Every unit member shall have the right to initiate a inspect such materials with reasonable advance notice. Upon written reaction or response to the evaluation. Such response shall become a permanent attachment to authorization by the unit member's personnel file. Before May 15, a meeting representative of the Association shall be held between permitted to examine and/or obtain a copy of non-pre-employment materials in such unit member’s personnel file without charge.
9.11 Information or material of a derogatory nature concerning a unit member which has been received by the evaluator, students, parents, and/or members of the public shall not serve as the basis for a negative and/or unsatisfactory evaluation unless the evaluator has conferred with the unit member and afforded him/her the evaluator opportunity to discuss respond to the evaluation.
12.3 Probationary Evaluation and assessment of information or material. If such information or material is received in writing, the performance of each certificated unit member shall be made on provided a continuing basiscopy.
9.12 Derogatory information placed in the personnel file shall identify the source(s) of such information, at least once each school year for probationary personnelor alternatively, where the source is a current student and where confidentiality of such source is appropriate, the information shall not be placed in the file unless the supervisor placing the material in the file has conducted an appropriate investigation of the circumstances. In such cases, the supervisor shall set forth the nature of the investigation conducted.
9.13 Information of derogatory nature shall not be entered or filed in a personnel file unless and until the unit member is given notice and an opportunity to review and comment thereon. A unit member shall have the right to enter, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the Districthave attached to any such derogatory statement, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review ’s own comments thereon.
9.14 Information of a derogatory nature, which the CERTIFICATED EVALUATION GUIDELINES District determines to reflect be false after it conducts an alignment with curriculum standardsinvestigation, CSTPshall neither be placed in the unit member’s personnel file nor utilized in any evaluation, and Teacher Performance Expectations. Any recommendations will be brought back to assignment, or disciplinary action against the negotiations table. In the event unit member.
9.15 Derogatory materials which have been placed in a unit member is not performing member’s personnel file shall be used in the employee’s evaluation or affect the status of his/her duties employment strictly in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer accordance with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceEducation Code.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Evaluation Procedures. 12.1 The District shall evaluate and assess unit members as it reasonably relates to the following standards:
12.1.1 The progress of pupils toward the standards established by the District of expected pupil achievement at each grade level in each area of study; and
12.1.2 The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment within the scope of the unit member's assignment; and
12.1.5 The performance of other duties/activities to the unit member's assignment; and
12.1.6 The quality of human relationships with students, parents and District personnel. For non-instructional unit members, such evaluation and assessment shall be based upon the fulfillment of established job responsibilities.
12.2 Evaluation and assessment made pursuant to this article shall be reduced to writing and a copy thereof shall be transmitted to the unit member not later than thirty (30) days before the last day of school in the school year in which the evaluation takes place. The unit member shall have the right to initiate a written reaction or response to the evaluation. Such response shall become a permanent attachment to the unit member's personnel file. Before May 15, a meeting shall be held between the unit member and the evaluator to discuss the evaluation.
12.3 Probationary Evaluation and assessment of the performance of each certificated unit member shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standards, CSTP, and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a unit member is not performing his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if the employee had not received an unsatisfactory evaluation. Placement will be as of July 1 of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performance.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.Article
Appears in 1 contract
Evaluation Procedures. 12.1 13.1 The District following procedures for evaluation of employees who are members of the bargaining unit shall evaluate be considered as general goals for each school year and assess unit members as it reasonably relates the suggested time lines shall be implemented for full-year assignments, with time lines for assignments of lesser duration being prorated accordingly:
13.1.1 By the 4th Friday after the start of an employee’s service with students.
13.1.1.1 Orientation materials related to evaluation procedures will be provided to all employees.
13.1.2 By the 6th Friday after the start of an employee’s service with students:
13.1.2.1 Consistent with the current certificated evaluation system, employees shall submit to their evaluator objectives along with measurement activities related thereto, to be considered in the annual evaluation. The evaluator and the evaluatee shall conference and discuss these matters.
13.1.3 By the 8th Friday after the start of an employee’s service with students:
13.1.3.1 The evaluator and the evaluatee shall attempt to reach mutual agreement on the evaluatee’s proposed objectives and measurement activities related thereto, including the use of a fellow staff member in an attempt to resolve any impediments to mutual agreement. Whether mutual agreement is reached or not, the evaluator shall, by the eleventh Friday after the start of an employee’s service with students, determine and shall transmit to the following standards:
12.1.1 The progress employee a complete listing of pupils toward the standards established approved objectives, and measurement activities related thereto, that have been submitted by the District employee and which shall form a partial basis of expected pupil achievement at each grade level in each area of study; and
12.1.2 the annual evaluation that the evaluator will prepare for the employee. The instructional techniques and strategies used by the unit members; and
12.1.3 The unit member's adherence objectives-related measurement activities referred to curricular objectives; and
12.1.4 The establishment and maintenance of a suitable learning environment herein shall be within the scope of the unit member's employee job description prescribed by the District. Either the evaluator or the evaluatee may request a conference to discuss these matters.
13.1.4 By the middle of the length of an assignment; and:
12.1.5 13.1.4.1 Within five (5) school days after request, the evaluator shall be provided with a written progress report from the employee containing an itemized analysis of the progress being made toward achievement of the objectives prescribed in Section 13.1.3.1, above, including an analysis of mitigating circumstances which may have developed since the initial proposal on objectives and measurements was submitted earlier in the year.
13.1.5 By midpoint of the second half of an assignment:
13.1.5.1 The evaluator shall conduct such classroom observations, and gather such data on employee performance as the evaluator believes to be related to:
13.1.5.1.1 The actual objectives and measurement activities described in Section 13.1.3.1 above.
13.1.5.1.2 Other student achievement criteria and the job description that is established by the District. Supplementary classroom observations and data gathering shall continue beyond the midpoint of other duties/the second half of an assignment at the discretion of the evaluator.
13.1.5.2 Within a reasonable time after a request, or upon the evaluator’s own motion, an employee shall be provided with a written statement regarding instructional observations that have been conducted. Such written statements shall include activities observed and suggestions being made by the observer for possible improvement by the employee or commendations regarding employee service.
13.1.5.3 A written report of the achievement of objectives and measurement information related thereto shall be submitted by the employee to the unit member's assignment; and
12.1.6 The quality evaluator by the midpoint of human relationships with students, parents and District personnel. For non-instructional unit members, such the second half of an assignment in which formal evaluation and assessment shall be based upon the fulfillment of established job responsibilitiesis scheduled.
12.2 Evaluation and assessment made pursuant to this article 13.1.5.4 A final report written by the employee presented at the end of the school year shall be reduced to writing and a copy thereof shall be transmitted to include the unit member not achievement of objectives with measurement information related thereto.
13.1.6 Not later than thirty (30) days before the last day end of a school in the school year in which term (for an assignment of one semester or longer).
13.1.6.1 The evaluator shall prepare a written District evaluation form of employee performance and transmit the evaluation takes placeto the employee. Permanent employees shall be formally evaluated at least once every other year; probationary employees shall be formally evaluated at least once each year. Said formal evaluation shall not be issued unless the evaluator has conducted at least two (2) observations of full teaching activities during the evaluation period. The unit member shall have the right to initiate employee may submit a written reaction or response to the evaluation. Such evaluation and any such response shall become a permanent attachment to the unit member's evaluation shall be attached to the evaluation and placed in the employee’s permanent personnel file. Before May 15.
13.1.6.2 By the 2nd Friday of June (for an assignment of one semester or longer), a meeting an evaluation conference shall be held between the evaluator and any employee receiving a written evaluation report, as described in Section 13.1.6.1 above. If there are areas of unsatisfactory performance, they are to be told in this final written evaluation report. A remediation plan shall be developed with the employee and subsequently implemented by the District.
13.2 An evaluator’s judgments and recommendations contained in classroom observation reports and annual evaluation appraisals shall not be subject to the grievance procedure contained in Article 10 of this Agreement.
13.3 Employees shall not be held accountable for any aspect of the instructional program over which they do not have authority; or be required to participate in the evaluation and/or observation of other bargaining unit members.
13.4 In addition to the above, the following provisions related to unit member evaluation shall be followed:
13.4.1 The Board shall not predicate any adverse action upon a unit member’s personal, political and organizational activities or preferences, unless such activities and preferences affect the evaluator to discuss the evaluationteacher’s job performance.
12.3 Probationary Evaluation 13.4.2 The District shall maintain a personnel file for all District employees including formal evaluations and assessment shall maintain employment records of former employees.
13.4.3 Derogatory material shall not be placed in a member’s personnel file until the performance employee has been first provided with a copy of each certificated said material and been given an opportunity to attach a comment thereto. Derogatory materials, as described herein, shall not be placed in a teacher’s personnel file unless the source and date of such material is clearly shown.
13.4.4 Access to bargaining unit member personnel files shall be made on a continuing basis, at least once each school year for probationary personnel, and at least every other year for personnel with permanent status. The first ten years of evaluations will not change.
12.4 After ten years in the District, an employee may have the opportunity (with agreement from administration) limited to complete a self-evaluation and a formal evaluation in each four-year cycle instead of two formal evaluations. (See Appendix A.4 for the cycle) (EC 44500, 44644) (See Appendix A.5 for Guidelines on Self-Evaluations) The evaluation shall include recommendations, if necessary, as to areas of improvement in the performance of the unit member. An evaluation committee will review , the CERTIFICATED EVALUATION GUIDELINES to reflect an alignment with curriculum standardsmember’s express representative, CSTP, the member’s supervisors and Teacher Performance Expectations. Any recommendations will be brought back to the negotiations table. In the event a Board of Education when meeting in executive session.
13.4.5 A bargaining unit member is not performing may use reasonable release time within his/her duties in a satisfactory manner according to the categories set forth in 12.1 above, the District shall confer with the unit member making specific recommendations as to areas work day for review of improvement. (Board Approved 5/10/05, 3/10/09, 5/13/14)
12.5 Any evaluation performed pursuant to this Article which contains an unsatisfactory evaluation may include the requirement that the certificated unit member shall participate in an Improvement Plan. (Board Approved 5/13/14)
12.5.1 Teachers receiving an unsatisfactory evaluation in any given year will not be eligible for a step increase on the salary schedule for the following year and thereafter until a satisfactory final performance evaluation is achieved. Once the employee receives a satisfactory final performance evaluation, the employee will be placed at his/her actual step as if personnel file, or for the employee had not received an unsatisfactory evaluation. Placement will be as purposes of July 1 attachment of responses to derogatory materials.
13.5 The District and the Association shall form a joint task force of equal membership to make sure that the Certificated Professional Development Program (CPDP) Evaluation components are properly referenced in Article 13 (Evaluation Procedures) of the following school year. The District will utilize the following guidelines in evaluations under Article 12.4 only when an evaluation may conclude in unsatisfactory performance: (Board approved 5/11/10) (Board Approved 10/8/13)
1. Formal observations and the post observation conference will be completed prior to end of first semester (as defined in Article 12.5)
2. Teachers in danger of receiving an unsatisfactory evaluation will be notified of such by an initial evaluation report from the evaluator prior Agreement and/or identify possible modification to the end of the first semester. An assistance plan will be developed by the evaluator in consultation with evaluatee. The assistance plan will detail specific actions and results needed to achieve satisfactory performance. The evaluatee will be offered the opportunity to volunteer for Peer Support as detailed in Article 12.10. (Board Approved 5/13/14)
3. The evaluatee may request review of the initial evaluation report by Human Resources and the Superintendent at any time after being notified of unsatisfactory performanceCPDP.
4. Once designated as being in danger of receiving an unsatisfactory evaluation, the evaluatee may request an additional evaluator to work with initial evaluator to complete final evaluation.
5. Once designated as being in danger of receiving an unsatisfactory evaluation, the administration will continue to observe the teacher and gather data. The evaluator and evaluatee will meet once per month during the months of February, March and April to conference regarding the assistance plan and the evaluator will provide written feedback regarding the evaluatee’s progress.
6. Final summary evaluation will be completed pursuant to Article 12.2. (Board Approved 3/15/07)
12.6 The responsible evaluator shall schedule a meeting within the first 20 working days of the school year with each unit member to be evaluated. At this meeting, the evaluator and evaluatee will review and discuss the evaluation criteria, the facilitating support requirements to be provided by the evaluator, and plans for mutually monitoring the certificated unit member's performance status. If the evaluate has any concerns about assigned evaluator, evaluatee will make this known to the site principal within 10 days of initial meeting and request a change of evaluator. (Board Approved 3/15/07)
12.7 For probationary unit members, the performance evaluation shall provide for at least two observations by the evaluator of the evaluate; for permanent unit members, at least one observation. At least one of these observations must be in the principal courses taught by the unit member. Preliminary evaluation shall be completed prior to the "final summary evaluation." Within 10 work days of each observation, a conference between evaluator and evaluatee shall be held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
